I have over 20 years of experience directing sales & marketing for a business. I then moved on to helping people as a career counselor that specifically helped bring families to self-sufficiency through finding them rewarding careers. I have now semi-retired and write short informational books on self-help topics.

How to Best Approach HR

A highly effective HR team is the lifeline of every business. Their work is complex, repetitive and involves a high level of coordination – from recruitment to maintaining employee database.

With the increase of HR planning systems, businesses have an opportunity of making sure that HR strategies are paying off. HR strategy formulation and implementation is the first step in approaching HR as it adds value to your company.

Involving HR doesn’t mean it has to abandon its compliance duties. It’s about thinking beyond their essential functions by investing in skill development and ensuring the employees are engaged and productive.

The job market is driven by skilled employees, and HR affects your company’s bottom line. HR teams should bring the right solutions that help your company achieve its goals. Let’s explore how to best approach your HR.

Employer value proposition

As an employer, you should have a clear value proposition to help employees decide why they need to work for your company. Employees look for various things in making a decision to work for companies, such as the work environment, the number of projects available, and the opportunity to build a wide range of skills set.

The HR can come in by surveying employees to understand if your expectations align with their beliefs. If there is a mismatch in expectations, you can strengthen the company’s value proposition and improving the employee experience. This helps in all future hirings and reduces the risks of employee turnover.

Remove barriers to success

Having the best performers in your team, such as sales leaders who meet the performance goals regularly will motivate the entire department and lead to the success of the company. These high-performing employees have the intelligence to increase the capabilities of other team members.

If you have the star performers in your company, make sure the HR uses them to reach their full potential. This is where the HR team needs a good Human Resource Planning System to create a monitor a solid database of employees. It will ensure that there are no barriers to effectively optimize talent and increase the company’s performance.

Understand your employees

While it’s important to understand your customers, you also have to take time to know your employees. This can be done before they start working for you, during and after working. Check how employees might learn about your company, how they would apply for the job vacancies and how to plan the best interview process.

Consider performance assessments, training programs, take their feedback when they leave your company through exit interviews and keeping in touch with them after they leave.

HR should have a system of getting all the information by making sure there is a positive relationship with the previous employees. By checking on all these aspects, it makes it easier to discover areas where you can improve.

Involve HR in planning business strategy

HR understands the skills gap in your company, but the problem is finding qualified people to fill in the relevant positions. HR leaders often struggle with this challenge, but they know where and what levels of skills the company needs. Because of this, HR is an important asset when you look for short and long-term strategic planning.

You should bring HR leaders into discussions involving strategic business planning, whether it’s in-house skill development or other plans to achieve organizational goals.

Inefficient recruitment processes cost companies lots of money. Most HR leaders are now focused on developing and analyzing the metrics that measure the efficiency of the hiring process.

HR teams are now in a better position than ever to provide you with competitive solutions to reduce inefficiencies in the hiring processes. Therefore, incorporate HR in strategic business planning to solve staffing problems. You can do this by allocating sufficient recruitment resources.